Delegate!
Why is it necessary to delegate?
We’ve all been in situations when we felt doing a job ourselves would be much simpler and save us time than assigning and training someone else. In fact, we won’t be able to finish all on our own. We have a finite amount of time and energy. We should not waste time performing all the minor tasks on our own, but rather concentrate on the most important tasks. More projects will come in or high demands will be placed on us if we are successful. When you do all the work by yourself, it’s almost difficult to reach all or most of the deadlines. Stress, work overload, deadline pressure, and frustration are the only outcomes.
Delegation enters the picture at this stage. Delegating literally means giving someone else a specific task to complete on your behalf. Delegating to someone less senior than yourself is common. When you delegate tasks, you free up time to concentrate on tasks that you must perform alone. Jobs such as recruiting the right people, making important decisions, and holding important client meetings, among many others. Delegation can seem to be time-consuming, but when done correctly and effectively, it can save you a significant amount of time over time. Delegation, on the other hand, generally requires a significant amount of work up front. Delegation allows you to maximize your time and the ability and talents of your team.
When is it appropriate to delegate tasks?
We can’t just hand over all of our duties to others. It is crucial to recognize when it is appropriate to assign a role to another individual. We must first comprehend the task at hand as well as the limitations that it imposes. Here are a few pointers to help you classify delegable jobs:
• If the task is easy and straightforward;
• If there is room for someone else to progress in the career.
• If there is someone else with the necessary experience and skills.
• If you have adequate time to delegate efficiently.
• If the job does not require you to do it on your own.
Who should be entrusted with this task?
It’s also important to consider who you’ll entrust the task to. Before delegating, it is essential to evaluate the work requirements as well as the individual’s abilities, interests, and goals.
The person who you delegate the job must :
• be enthusiastic about the work.
• be quite independent.
• be capable of doing the job with the necessary skills.
• maintain a positive mindset and attitude
• have job-related objectives
• be able to complete the task in the time and space allotted
How do I effectively delegate?
“Gofer delegation” and “stewardship delegation” are the mainly two kinds of delegation
In gofer delegation, you will be there supervising and instructing each and every move of the person to whom you delegated the job. This type isn’t particularly effective. It falls short of our target because it requires our participation at each point, which takes up a significant amount of time.
Delegation of stewardship is something that we’re more involved in. Results are more important than methods in stewardship. The techniques are left up to the candidate. Nonetheless, we must be ready to assist them whenever its required. When doing stewardship delegation, there are five main areas to consider:
1. Expected outcomes: We need to be very specific on what we want to achieve. We don’t give him any instructions about how to use the techniques or procedures. We give them the option to choose what they want to do. The candidate has the option of using any approach to achieve the desired results.
2. Guidelines: We do not provide detailed instructions for achieving the objective. Rather, we give them some basic instructions. If we don’t keep the instructions as simple as possible, we can end up doing gofer delegation.
3. Resources: Describe all of the job’s limitations and resources. It is the candidate’s responsibility to make the best use of the available resources in order to achieve the desired outcome.
4. Accountability: The candidate’s success and results should be measured by some means of accountability, such as a metric. You should keep a close eye on the candidate and look for success indicators on a regular basis.
5. Consequences: The importance of both the results and the consequences cannot be overstated. It’s important to inform the nominee about the implications. The applicant will perform more efficiently and seriously if he or she is aware of the potential consequences.
Complete acceptance is critical: You do not consider substandard jobs. Accepting subpar work can make the applicant seem less serious, and it will take longer for you to repair and complete them to your satisfaction. In addition, we would compliment the applicant when they produce high-quality work. It’s critical to complement for success.
In conclusion, doing all of the job on our own is ineffective and limits us. As a result, we assign the task. Delegating the job correctly not only saves us time and money, but it also increases the ability and potential of our team members.
